Human Resources Manager

2 weeks ago

Syracuse, New York, United States Marriott Syracuse Downtown Full time
JOB OVERVIEW: Assists in the development, implementation and administration of all Human Resource functions, including recruitment, training and development, benefit administration and associate relations activities, relating to all hotel personnel.

Must have a degree in Human Resouces management and/or experience in the field.

REPORTS TO: Director of Human Resources or General Manager

ESSENTIAL JOB FUNCTIONS:

Direct and instruct the management staff in effective recruiting and interviewing techniques using methods such as verbal presentations and written directions to ensure the hiring and retention of qualified and efficient associates. Conduct interviews for all management positions.

Ensure that associates are developed and utilized to their maximum potential by controlling the implementation, administration and monitoring of all training programs. Instruct training classes, analyze and review current and proposed methods, consult with and make recommendations to the management staff for improvement.

Monitor the associate performance appraisal programs. Read and analyze evaluations and goals to ensure appraisal comments are appropriate and goals are measurable and achievable. Direct and administer associate relations programs and activities such as associate recognition and service award ceremonies, social functions and general hotel meetings to maintain a positive associate relations climate.

Develop, implement and administer policies and programs related to the management of all hotel personnel to ensure the maintenance of a positive and productive employment environment. Monitor same for fair and consistent application.

Ensure compliance with all State and Federal laws and regulations which pertain to Human Resources by reviewing current management practices, implementing new procedures and communicating verbally and in writing any new requirements.

Provide assistance, guidance and counseling to the General Manager, management staff and associates in order to maximize the quality and professionalism of the hotel staff by listening and interpreting concerns and objectives and seeking solutions.

Control the administration of wages and benefits to ensure the accurate and equitable application of same, analyzing and applying information retrieved from moderately complex reports, manuals and/or computer systems.

Manage all labor relations activities by administering union contracts and ensuring compliance. Respond to all grievances in writing, negotiate settlements and act as the hotel representative at all arbitrations.

Coordinate all other pre-selection activities, including drug testing; reference checks, etc., to ensure compliance with all Company policies and procedures.

Ensure all new hires and existing associates possess proper employment eligibility verifications.

Perform any other job related duties as assigned.

REQUIRED SKILLS AND ABILITIES:

Must have the ability to communicate in English. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Working knowledge of Federal and local regulations relating to OSHA and worker's compensation. Thorough knowledge of Human Resources practices and procedures as well as considerable knowledge of State and Federal laws and regulations pertaining to Human Resources matters. Ability to effectively deal with associates and external guests, some of whom will require high levels of patience, tact and diplomacy to defuse anger, resolve conflicts and collect accurate information. Ability to travel to training sessions, hearings, etc. Ability to supervise/direct both subordinate and non-subordinate personnel. HRIS and computer skills a must.

We are an equal opportunity employer.

Qualifications

Working in a HR Department

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)

Source: Hospitality Online

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